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Joshua Bright

principal | Detroit 248-509-8066


Josh is a Principal in Pay Governance’s Detroit office. Josh consults to compensation committees and senior management at public and private companies regarding compensation philosophy, Compensation Discussion and Analysis (“CD&A”) development, pay competitiveness, short- and long-term incentive plan design, non-employee director pay practices and other pay-related topics. Josh’s clients range from start-ups to Fortune 500 companies and span a variety of industries.

In addition to his client work, Josh also leads intellectual capital initiatives related to executive compensation programs at joint ventures (“JVs”) and is considered an internal subject matter expert with regards to JV compensation program benchmarking and design.

Previous Experience

Prior to joining Pay Governance, Josh worked as a senior compensation consultant at Towers Watson and he also worked in the wealth management division of a global financial services firm and held Series 7, Series 66 and Series 31 securities licenses.


Josh holds a Bachelor of Business Administration in Finance from Western Michigan University.

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Optimizing the Retention Impact of the Executive Pay Program

Talent retention is one of the executive pay program’s most important objectives. In order to minimize situations when retention is an issue with the pay program-rather than one of its characteristics-it is important to ensure the core elements are well designed and operating effectively. A strong pay program foundation includes target pay opportunities at market-competitive levels, incentive plans understood by participants, and payouts commensurate with performance. Continue reading

Does Your Pay Program Balance Pay Energy™ and Pay Risk?

Incentive plans have the potential to drive executives towards achieving superior results for their companies and investors. At the same time, real and perceived risks in these programs can either blunt the potential drive of management or encourage excessive risk taking. A key goal in well-designed executive incentive programs is to motivate executives to take the actions necessary to achieve strong results for shareholders while mitigating the motivation to take excessive risks. Continue reading

Ensuring the Executive Pay Program is on a Strong Foundation

In the current environment with Say on Pay votes and intense media scrutiny, it can be difficult to stay centered on the foundation of the executive pay program. While it is important to be aware of external views and commentary on “best practices”, companies must ensure that their executive pay program is built on a rock-solid foundation. In terms of the building blocks of the pay program, most companies apply a “market median” compensation philosophy, but there are a wider range of practices for the peer group, performance metrics and assessing pay-for-performance alignment. Continue reading

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